Good people wait, then leave
Strong applicants for hourly and entry-level roles take the first reasonable offer. A week of calls is a week they’re hearing from someone else.
Video interviews for high-volume hiring
When a role draws dozens of applicants, you can’t call them all. Send everyone the same short video interview, and spend your time on the answers instead of the calendar.
The problem
Volume breaks the usual first round
Support, retail, hospitality, sales and seasonal roles often bring in far more applicants than a team can phone. Something gives, and it’s usually the candidates near the bottom of the pile.
CVs only tell you so much
For customer-facing roles, how someone explains and listens matters more than what’s on paper. A CV screen can’t show that.
Chasing eats the day
Booking, rescheduling and reminding by hand turns hiring into admin, and the admin grows with every applicant.
How AsyncView helps
The same short interview for everyone, run for you
Set it up once per role, invite your whole list and let the reminders do the chasing. Then work through the answers in short sessions.
Paste a list
Paste names and emails, one per line or straight from a spreadsheet. Duplicates are skipped, and everyone gets their own private link.
Reminders, sent for you
Anyone who hasn’t submitted gets an email 48 and 24 hours before the deadline. You never send a nudge yourself.
Works on a phone
Many applicants for hourly roles only have a phone. They record in the browser, with no app and no account.
A pipeline you can sort
See how many are invited, in progress and completed, and filter and search to find the next person to review.
Fast review
Watch at up to 2× and move between questions with the arrow keys, so a session of reviews goes quickly.
Deadlines you can move
Give someone a later deadline in a few clicks, even after their link has closed. The same link works again.
app.asyncview.com
A real screen, shown with a demo company and invented candidates.
In depth
What changes when you hire at volume
With five candidates, a first round is a few calls. With fifty, it is a week of calendar admin, and the candidates you reach last are often the ones who have already accepted something else. In high-volume hiring, speed and consistency matter more than depth in the first round.
A one-way video interview turns that week into a few short review sessions. Everyone gets the invite on the same day, everyone answers the same short set of questions, and reminders go out before the deadline without anyone sending them. Your team watches at up to double speed, rates each answer and moves the strongest people forward the same day they submit.
Keep the interview short and practical. For customer-facing roles, ask how they’d handle a difficult customer, what good service means to them and why this job appeals. Two minutes per answer is plenty. Give a deadline of two or three days for hourly roles, where good applicants move fast, and tell everyone the outcome promptly: in high-volume hiring, the people you turn down today may be the people you hire next season.
How it works
From job ad to shortlist in days
- 01
Keep it short
Three or four questions of 2 minutes each. For hourly roles, a 10-minute interview gets far more finished than a 30-minute one.
- 02
Invite in one go
Paste everyone who passed your application form and give them two or three days. Shorter deadlines suit roles where people move fast.
- 03
Review daily
Watch new answers in a short session each day instead of all at once. The dashboard shows who is waiting.
- 04
Move fast on the best
Shortlist as you go and contact strong candidates the same day. Let everyone else know too: nothing is sent automatically.
Is it a fit?
Who it suits, and who it doesn’t
A good fit if you…
- get dozens of applicants per role, more than you can call
- hire for customer-facing, hourly or seasonal roles
- want every applicant to have the same fair first round
- review as a small team without a dedicated recruiter
Probably not the right tool if you…
- interview more than 120 candidates a month (the Business plan’s limit; talk to us first)
- need AI to filter applicants before anyone watches
- need candidates to move into an applicant tracking system automatically
- want automatic rejection emails at the end of a round
FAQ
Common questions
How many candidates can I invite at once?
As many as your plan has left. There’s no fixed limit per batch. Each candidate counts as one interview: the Free plan includes 5 in total, and paid plans include up to 120 a month. A batch bigger than what’s left is refused as a whole, so you can trim it first.
See plansHow short should a high-volume interview be?
About 10 minutes for the candidate. Three or four questions of 2 minutes each, plus the device check and practice question, is enough to judge communication and motivation. Every extra question costs you finished interviews.
What deadline should I give for hourly roles?
Two or three days. People applying for hourly work often apply to several jobs and take the first good offer. A short deadline keeps your interview near the top of their list, and you can always give anyone a later deadline.
Can candidates record on their phone?
Yes. Interviews run in the phone’s browser, with nothing to install. Candidates should start and finish on the same device, because their progress is saved in that browser.
Does it filter or score applicants automatically?
No. Your team watches and rates every answer. Use your application form to filter out anyone who doesn’t meet a hard requirement before you invite them.
How do I let unsuccessful candidates know?
Yourself, by email. AsyncView doesn’t send outcome emails. Reject them in the app to keep your pipeline tidy, then send a short, kind note. Hearing back quickly matters most in high-volume hiring, where people are applying elsewhere.
Keep reading
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Read articleHear from every applicant this week.
Set up a short interview, paste your list and let the reminders work. The Free plan includes 5 interviews to try it.